To add as HR value!

How you fill your role as HR Business Partner in?

In my interim and consultancy practice I come many good initiatives, which unfortunately in short time bleed to death. The energy runs off and there will be new short-term initiatives. These initiatives are typically too much on himself. To provide optimal support from HR the business, I often use the following three building blocks:

  1. Based on order | "Building a solid foundation"
  2. Creating value through people | "Knowing your people"
  3. Increase productivity | "Knowing your business"
HR Maturity Scan | Get the basics right

If you keep in mind these three building blocks, then it helps you to focus in a coherent, effective way and with the business support. What this does is ' people and their talents to the strategy and objectives of the organization '. And I think that is exactly what our business is all about.

  1. Based on order | "Building a solid foundation"

You do that first of all by ensuring that the base is in order or fast on. When I began over 25 years ago in the HR profession, I was soon made it clear that a timely and correct salary payout was conditionally for the more ' fancy ' HR activities. In that respect, little has changed, except that the demands on ' base-on-order ' be asked many times higher. The rise of big data, talent and leadership development, strategic staff planning make this increasingly important, if not necessary. The use of the HR Maturity Scan can help as a first step, to set priorities and work towards a solid base for the organisation.

HR Maturity Scan | Get the basics right

2. Creating value through people | "Knowing the people"

If you understand important HR result areas (HR Maturity scan), you can then focus on how to create value can go with and through people. What basis do you need to send? What is feasible? What has priority? To work on? Important in this step is, that you have a good view on the talents of people within the Organization, the different roles and the direction the organization is going.

Optimal alignment of man, role and context provides a lot for the Organization

Determine to what extent these elements connect to each other by yourself a number of questions, such as:

  • Are people in their power?
  • Is the best use of talents or is there a lot of talent ' wasted '?
  • We explain the right accents with a view on the direction of the Organization?
  • Is there enough links with the business priorities and business drivers?
  • We have the right people in key positions?
  • We take new people that can make the difference?
  • How can we develop our people focused?
  • Is our culture to be able to continue to support stepping?

3. Increase productivity | "Knowing the business"

This third building block is more short term oriented and directly related to the current context with issues and priorities. What are the (financial) objectives of the Organization and how can HR a clear part. In other words, what are the HR drivers that can support the goals of the Organization, preferably expressed in hard (re) figures.

The first building block, based-on-order, gives the possibility to start and good initiatives and to underpin figures for management.

The second building block, create value with and through people, carries implied important contribution to increasing productivity.  If the talents of people better reflect the role they fulfill, the context and the direction of the Organization, then that positive impact, such as more involvement, higher motivation and productivity.

Take for example the conduct of employees. Research indicates that a departing employee the Organization 33% to 200% of the annual salary costs. How much turnover there is within your organization and is that desirable? What would it mean if the conduct substantial (financial) can be reduced. A relatively simple calculation.

The same is true for sick leave! What does it as within your organization absenteeism with 1%?

Yet another example is productivity. Many organizations make insufficient use of the qualities of their people. For example, suppose the productivity per employee can be increased substantially by internal mobility and to help people understand their own talents and appropriate roles. That's not a win-win situation for both employees and organization?

So there are plenty of HR to find drivers, buttons to which HR can run, to contribute to the business, directly or indirectly related to turnover or profit. Through these three building blocks as a starting point carries HR is a major contributor to the success of the organization.

I'm very curious what other addressing there are to the role of HR.

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Thank you!

By | 2017-10-11T11:22:52+00:00 oktober 11th, 2017|Geen categorie|0 Comments

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